PERSONNEL MANAGMENT

CAN BE DEFINED AS OBTAINING USING & MAINTAINING

A SATISFIED WORKFORCE.

PLANNING, ORGANIZING,COMPENSATI-ON,
INTEGRATION & MAINTENANCE OF PEOPLE FOR THE
PURPOSE OF CONTRIBU-TING TO ORGANIZATION.
NATURE OF PERSONNEL MANAGEMENT:

1. FUNCTION OF EMPLOYMENT, DEVEL-
OPMENT & COMPENSATION.
2. IT IS EXTENSION TO GENERAL
MANAGEMENT.
3. IT HELPS & ADVICE THE LINE MANAGERS IN
PERSONNEL MATTERS.
4. IT IS BASED ON HUMAN ORIENTATION.
5. IT ALSO MAKES MOTIVATION TO THE
EMPLOYEES.
ROLE OF PERSONNEL MANAGER:
1. HE/SHE PROVIDE ASSISTANCE TO TOP
MANAGEMENT.
2. HE/SHE ADVICES THE LINE MANAGER AS A
STAFF SPECIALIST.
3. AS A COUNSELLOR.
4. ACTS A MEDIATOR
5. ACTS AS A SPOKESMAN.
FUNCTIONS OF PERSONNEL MANAGER:
1. MANPOWER PLANNING
2. RECRUITMENT
3. SELECTION
4. TRAINING & DEVELOPMENT.
MAN POWER PLANNING:

1. IT GOT A IMPORTANT PLACE IN THE AREA
OF INDUSTRILISATION.
2. IT HAS TO CARRIED OUT BY SET OF
PROCEDURES
A. ANAYSING THE CURRENT MANPOWER
INVENTORY
B. MAKING FUTURE MANPOWER
FORECASTS
C. DEVELOPING EMPLOYMENT
PROGRAMMES

1. ANALYSING THE CURRENT MANPOWER:
A. TYPE OF ORGANIZATION
B. NUMBER OF DEPARTMENTS
C. EMPLOYEES IN THESE WORK UNITS.

2. MAKING FUTURE MANPOWER
FORECASTS:
A. EXPERT FORECASTS
B. TREND ANALYSIS
C. WORK LOAD ANALYSIS
D. WORK FORCE ANALYSIS

IMPORTANCE OF MANPOWER
PLANNING:
1. KEY TO MANAGERIAL FUNCTIONS
2. EFFICIENT UTILIZATION
3. MOTIVATION
4. BETTER HUMAN RELATIONS
5. HIGH PRODUCTIVITY.
NEED FOR MAN POWER PLANNING:

1. SHORTAGE & SURPLUSES CAN BE
IDENTIFIED.
2. RECRUITMENT & SELECTION PR-
OGRAMMES ARE BASED ON MAN POWER
PLANNING.
3. HELPS IN IDENTIFY THE AVAILABLE
TALENTS.
4. HELPS IN GROWTH & DIVERSIF-ICATION
OF BUSINESS.
TYPES OF RECRUITMENT:
1. TWO TYPES
A. INTERNAL RECRUITMENT
B. EXTERNAL RECRUITMENT
2. INTERNAL:
IS A RECRUITMENT WHICH TAKES PLACE
WITHIN THE ORGANIZA-TION.
THERE ARE 3 TYPES
1. TRANSFERS
2. PROMOTIONS
3. RE-EMPLOYMENT OF EX-EMPLOYEES.
ADVANTAGES:
1. INCREASES THE EMPLOYEES PRO-
DUCTIVITY.
2. SAVES TIME,MONEY,EFFORTS.
DISADVANTAGES:
1. IT REFRAINS THE ORGANIZTION FROM
NEW BLOOD.
2. ALL MAN POWER REQUIREMENT CAN
NOT BE DONE.
EXTERNAL RECRUITMENT:
1. EXTERNAL SOURCES OF RECRUIT-MENT
HAVE TO BE SOLICITED FROM OUTSIDE
THE ORGANIZAT-ION.
2. EXAMPLE: EMPLOYMENT AT FAC-TORY
GATES, ADVERTISEMENTS,
EMPLOYMENT AGENCIES, EDUC-
ATIONAL INSTITUTION, LABOUR
CONTRACTORS,
RECOMMENDATIONS..ETC.

EMPLOYEE SELECTION PROCESS:
1. IS THE PROCESS OF PUTTING RIGHT MEN
ON RIGHT JOB.
2. BY SELECTING BEST CANDIDA-TE, THE
ORGANIZATION WILL GET QUALITY
PERFORMANCE.
3. SELECTION & RECRUITMENT ARE THE
TWO PHASES OF EMPLOYMENT
PROCESS.
SELECTION PROCESS WILL BE DONE IN
FOLLOWING ORDER:
1. PRELIMINARY INTERVIEWS
2. APPLICATION BLANKS
3. WRITTEN TESTS
4. EMPLOYMENT INTERVIEWS
5. MEDICAL EXAMINATION
6. APPOINTMENT LETTER.
TRAINNING OF EMPLOYEES:
1. IS THE PROCESS OF ENHANCING THE SKILLS,
CAPABILTIES & KNO-WLEDGE OF
EMPLOYEES.
IMPORTANCE:
1. IS CRUCIAL FOR ORGANIZATION
DEVELOPMENT& SUCCESS.
2. TRAINNING IS GIVEN ON DIFFERENT
GROUND BASIS.
A. NEW CANDIDATES
B. EXISTING EMPLOYEES
C. UPGRADATION IN TECHNOLOGY
D. PROMOTION & CAREER GROWTH.
BENEFITS OF TRAINNING:
1. IMPROVES MORALE OF EMPLOYEES
2. LESS SUPERVISION
3. FEW ACCIDENTS
4. CHANCES OF PROMOTION
5. PRODUCTIVITY.
METHODS OF TRAINNING:
1. ON JOB TRAINNING
2. OFF JOB TRAINNING.
EMPLOYEE REMUNERATION:
1. IT REFERS TO AWARD OR COMPENSATION
GIVEN TO THE EMPLOYEES FOR THEIR
PERFORMANCES.
2. IT PROVIDES ATTRACTION & PERF-ORM
EFFICIENTLY.
3. SALARIES EFFECT THE EMPLOYEES
PRODUCTIVITY.
4. TWO TYPES ARE THERE:
A. TIME RATE METHOD
B. PIECE RATE METHOD.
ADVANTAGES OF TIME RATE:
1. VERY SIMPLE METHOD OF REMUR-
ATION.
2. MINIMUM WASTAGE
3. LESS ACCIDENTS
4. QUALITY OUT PUT
5. ENCOURAGES EMPLOYEES UNITY.
DISADVANTAGES OF TIME RATE:
1. REQUIRES TIGHT SUPERVISION
2. LESSER EFFICIENCY OF EMPLOYEES
3. NO DISTINCTION B/W EFFICIENT & NON
EFFICIENT EMPLOYEES.
ADVANTAGES OF PIECE METHOD:
1. MORE OUT PUT
2. LESS SUPERVISION
3. SYSTEM IMPROVES MORALE OF THE
EMPLOYEES.
4. GREAT WORK EFFICIENCY
DIS ADVANTAGES:
1. QUALITY OF THE WORK EFFECTED
2. WASTAGE OF RESOURCES
3. LESS UNITY IN EMPLOYEES
4. INSECURITY AMONG EMPLOYEES.
ELEMENTS OF PERSONNEL MANAG-MENT:


1. ORGANIZATION.
2. JOB
3. PEOPLE

JOB ANALYSIS- JOB DESCRIPTION:
1. IS A PRIMARY TOOL IN P.M. A PERSONNEL
MANAGER TRIES TO GATHER, SYNTHISE &
IMPLEMENT THE INFORMATION.
2. THERE ARE 2 OUTCOMES:
A. JOB DESCRIPTION
B. JOB SPECIFICATION
JOB DESCRIPTION:
1. TITLE/DESIGNATION OF JOB & LOCATION IN
THE CONCERN
2. THE NATURE OF THE DUTIES & OPERATIONS.
3. RELATIONSHIP OF THAT JOB WITH OTHER
JOBS.
4. THE NATURE OF THE AUTHORITY,
RESPONSIBILITY.

JOB SPECIFICATION:
1. EDUCTIONAL QUALIFICATIONS FOR THAT
DESIGNATION
2. JOB TITILE
3. PHYSICAL & MENTAL HEALTH
4. MATURITY & DEPENDABILITY
5. RELATION OF THAT JOB WITH OTHER JOBS.
PERFORMANCE APPRAISAL:
1. IS THE SYSTEMATIC EVALUATION OF THE
PERFORMANCE OF EMPLOY-EES &
ABLIITES OF A PERSON.
2. IT CAN BE DONE BY FOLLOWING
METHODS:
A. SUPERVISOR MEASURE THE PAY OF
EMPLOYEES & COMPARE WITH TARGETS
B. SUPERVISOR ANALYSES THE FACTORS
BEHIND WORK PERFORMANCE

PERSONNEL RECORDS:
1. ARE THE RECORDS PERTAINING TO
EMPLOYEES OF AN ORGANIZATION.
2. COMPLETE DETAILS ARE MAINTAINED SUCH
AS NAME,DOB, MARITAL STATUS,
QUALIFICATION
TYPES OF PERSONNEL RECORDS:
1. RECODRS OF EMPLOYMENT CONTAIN PAST
RECORDS, EMPLOYEE PROGRES,
2. WAGES & SALARIES.
3. TRAINNING & DEVELOPMENT.
4. SERVICE RECORDS.
PURPOSES OF PERSONNEL RECORDS:
1. HELPS IN SUPPLY OF CRUCIAL IN-
FORMATION TO MANAGERS
2. TO KEEP UPDATE OF LEAVES,
TRANSFERSETC.
3. HELPS IN MANAGING TRAINNING
PROGRAMMES
4. HELPS TO MAKE SALARY REVISIONS
5. HELPS IN GIVING PROMOTIONS.